1. Paid time off

<aside> ☀️ To ensure sufficient time off, everyone is expected to take an average of 25-30 workdays per year of paid time off (PTO). PTO, while unlimited, generally should not exceed 30 days per year, to ensure a manageable workload and equitable use of PTO for all Remoters*. If you manage people, make sure to check on this quarterly; you are able to view your team’s PTO usage directly in the Remote platform and you will also receive a quarterly report from People Operations. PTO is in addition to your statutory public holidays and covers workdays only (not weekends).

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It's important that you are healthy and happy. At Remote, your health and the health of your loved ones come before work.

Unless it falls under a different national policy, you can use your PTO for anything you like, such as:

Requesting PTO approval is required for when you will be away from your desk for more than 1 day. You do always have to submit it in our platform, even a single day or half-day. If you are going to be away for just a few hours (less than 4), please update internal apps (eg. Slack and Google calendar) on how long you’re likely to be away, so that your team is aware and can plan accordingly.

The purpose of PTO is to take time to relax and recharge, so that you can return to work feeling well-rested. It’s important to intentionally disconnect from all work, so please plan in advance by creating a good handover plan and sharing this with your team and manager. This will ensure you are able to fully switch off and enjoy your holiday.

*Remote will always follow the PTO legislation according to your contracted jurisdiction, and our flexible PTO policy is inclusive of any statutory Annual Leave entitlement. Please refer to your Employment Agreement for your minimum entitlement and accrual entitlement. If you work part-time or are contracted for part of the year only, your PTO expectation is pro-rated accordingly. For any questions, reach out to #people-help or [email protected]

<aside> 📌 Our flexible PTO policy is a discretionary policy that goes above and beyond the statutory and compliance minimums in each country. For this reason, we do not pay out unused time off unless local jurisdiction requires us to do so.

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Paid Time Off Planning & Approval

Country-specific guidance

Responsibility of Managers

As a manager and leader of your team, it is your responsibility to ensure appropriate coverage so that little to no disruption of work is experienced, even during busy time off periods. Proactively look forward and remind your team submit their requests in the Remote platform as early as possible, especially during popular holiday periods where there may be overlap, meaning you may not be able to approve every request.

When you receive a request, consider what coverage will be available to ensure we can continue to meet our business goals and provide excellent service. If you do need to decline a request due to business need, communicate this early and transparently to your team member, so that they can adjust their plans accordingly. If it’s during a busy holiday period, consider keeping track of who took time off when from year to year, so you can give team members who may have missed out, priority for next time.

For public holidays that are celebrated by many of your team members, consider who the emergency contacts are for coverage and ensure there is a clear escalation process documented.

You are required to manage time off requests in the Remote platform. Please refer to ‣.